Question

1. Please briefly describe your own beliefs about what makes human beings do, think, and feel, what we do. You are welcome to align with one of the historical perspectives or theorists and explain why you believe that, or explain your own theory of human behaviors, thoughts, and feelings.

2. What theories, theorists, or movements from this course influence your understanding of human beings?

3. What do direction do you believe the field of psychology will move in, or what do you think still needs to be researched and understood in order to better understand human behavior?

Answer 1

1. I belive the lack of need makes hman beings do what they do. The need can be emotional or anything. for example- for carl jung, need was of humanity, for maslow it was motivation. Therefore, i firmly believ in need theory

2. Need theory, also known as Three Needs Theory,^[1] proposed by psychologist David McClelland, is a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context. This model was developed in the 1960s; two decades before, Maslow's hierarchy of needs was first proposed in the early 1940s. McClelland stated that we all have these three types of motivation regardless of age, sex, race, or culture. The type of motivation by which each individual is driven derives from their life experiences and the opinions of their culture. This need theory is often taught in classes concerning management or organizational behaviour.

Need for achievement

They prefer working on tasks of moderate difficulty, prefer work in which the results are based on their effort rather than on anything else, and prefer to receive feedback on their work. Achievement based individuals tend to avoid both high-risk and low-risk situations. Low-risk situations are seen as too easy to be valid and the high-risk situations are seen as based more on the luck of the situation rather than the achievements that individual made. This personality type is motivated by accomplishment in the workplace and an employment hierarchy with promotional positions.

Need for affiliation

People who have a need for affiliation prefer to spend time creating and maintaining social relationships, enjoy being a part of groups, and have a desire to feel loved and accepted. People in this group tend to adhere to the norms of the culture in that workplace and typically do not change the norms of the workplace for fear of rejection. This person favors collaboration over competition and does not like situations with high risk or high uncertainty. People who have a need for affiliation work well in areas based on social interactions like customer service or client interaction positions.

Need for power

People in this category enjoy work and place a high value on discipline. The downside to this motivational type is that group goals can become zero-sum in nature, that is, for one person to win, another must lose. However, this can be positively applied to help accomplish group goals and to help others in the group feel competent about their work. A person motivated by this need enjoys status recognition, winning arguments, competition, and influencing others. With this motivational type comes a need for personal prestige, and a constant need for a better personal status.

3. The paradigm shift is required in psychology where the subject focus more on dealing with the sterotypes and social action. For example- feminist therapy is waving a new way.